8/22/22, 2:20 PM Types of Conflict Influence on Management Behavior https://www.abacademies.org/articles/types-of-conflict-influence-on-management-behavior-12869.html 1/10 Journal of Legal, Ethical and Regulatory Issues (Print ISSN: 1544-0036; Online ISSN: 1544-0044) Research Article: 2021 Vol: 24 Issue: 6S Types of Conflict Influence on Management Behavior Indra Prasetyo, Universitas Wijaya Putra Esa Wahyu Endarti, Universitas Wijaya Putra Budi Endarto, Universitas Wijaya Putra Nabilah Aliyyah, Universitas Wijaya Putra Rita Helmi, Universitas Wijaya Putra and PT Pegadaian Persero Rusdiyanto, Universitas Airlangga and Universitas Gresik Nawang Kalbuana, Politeknik Penerbangan Indonesia Curug Abstract The aim of this study is to analyze the impact of corporate culture on the performance of employees through employee satisfaction and employee leadership. The sample of research employed by Company employees was 99. The analysis approach involves route analysis utilizing the PLS-SEM program. Results of research show that the effect of conflict management on conflict management behavior by conflict types as a mediating variable must eliminate indicators of solutions to variable conflict management, whereas the effect of job satisfaction on conflict management behavior, by conflict type only, is insignificant. Keywords Conflict Handing, Job Satisfaction, Types of Conflict, Conflict Management Behavior Introduction Some previous studies have rarely discussed how the style of handling conflicts by involving some considerations in terms of employee satisfaction, the type of conflict in the company culture, and the form that can be felt from all these considerations in conflict management behavior. In particular, we try to test the effect of conflict management and job satisfaction on conflict management behavior under current conditions; existing conflict management tends to integrate, accommodate and compromise on trust and commitment, whereas job satisfaction cannot be separated from the company culture with pre- existing conflicts. After the results of a short test, the resolution of certain conflicts after we have collected has a different pattern to achieve a certain restriction by testing the type of conflict that happens, taking into account problems that always tend to cause turbulence inside an organization. Conflict management strategies for conflict management are highly effective (An, 2020; Mujiburrahman, 2016; Wilson, 2017). The role of conflict is one of the most common characteristics of the organizational environment that affect job satisfaction (Boon-Leong & Swee-Sim, 2020; Bozoğlu Batı & Armutlulu, 2020; Niu, 2020; Tateishi, 2020; Wu & Sekiguchi, 2020; Hastomo et al., 2021; Wahyudin, 2021). Relevant research has shown the role of conflict has a negative relationship with job satisfaction (Bens, 2020; Cheng, 2020; Dosi, 2020; Kim, 2020; Selmi et al., 2020). Another feature of the workplace that affects job satisfaction is the autonomy of conflict. Of course, job satisfaction has a negative relationship because the conflict has a tendency or tendency to attach importance to personal interests that cannot be ascertained that interests are beneficial or not for others involved in an organizational environment (Csar, 2020; Doo & Yoon, 2020; Routledge, 2020; Yip, 2020; Zouaghi, 2020).Individuals who use conflict management pleasantly are more likely to combine ideas with each other through teamwork and try to meet everyone's expectations. This type of conflict management takes less time, a incontrovertible conflict management style that prevents conflict or concentrates on meeting individual needs and ideas, conflict management results and workplace stress (Al-Saidi, 2020; Bakarich, 2020; Comeau-Vallée & Langley, 2020; Drummer & Neumann, 2020; Pachali et al., 2020). The more diverse styles of conflict management that exist cause the emergence of conflict management behavior that materializes. Some researchers have stressed the importance of distinguishing with task conflicts due to the different consequences on group outcomes (Gan, 2020; Giacomelli, 2020; Liu, 2020; Skrinou & Gkorezis, 2020; Zhao, 2020). De Dreu & Weingart (2003) doubting the functional aspects of conflict tasks in terms of group performance does not completely deter people from accepting the effects of task conflicts but rather suggests that those effects may be limited by certain conditions and situations. Literature Review Conflict Handling Conflict handling can lead to destructive or constructive results (Rababa’h, 2020; Sattar, 2020; Yang et al., 2020). Both destructive and constructive conflict management images from the perspective of proper conflict management contingency are best determined, taking into account situational reality. In a constructive realm, conflict management strategies are aimed at minimizing negative effects and maximizing positive results. Suppliers' potential to minimize the effects of events and potential conflicts is defined as conflict handling (Lu, 2020; Salbiah, 2020; Zhao, 2020). How organizations deal with conflict can determine their level of confidence and commitment. The effectiveness of this conflict handling mode according to supporters depends on the needs of certain conflict situations and the skills they use (Jones & White, 1985). Contingency view (Rahim, 2000) it suggested that a conflict management strategy may be more effective than others, according to the conflict situation, in managing conflicts effectively. Get the App 